| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.46 |
| Liaison | Margaret Bounds |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
Connecticut College
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.44 / 2.00 |
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indicates that no data was submitted for this field
Part 1
Yes
Does the committee, office and/or officer focus on students, employees, or both?:
Both students and employees
None
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Division of Institutional Equity and Inclusion is responsible for integrating equity and inclusion in every aspect of the educational, residential, and professional life of the College. The Dean and offices in this division work collaboratively with colleagues across campus to promote a culture of inclusion; implement policies in support of full participation; develop and coordinate programs that address equity and inclusion; and foster conversations to enhance open dialogue and discussion. The offices falling under this division are Unity House (Race and Ethnicity Programs), the LGBTQIA Center, the Womxn's Center, Religious and Spiritual Life, and the Title IX officer. The President’s Council on Equity and Inclusion at Connecticut College is a representative group that is charged to regularly review all relevant policies, programs, and practices pertaining to diversity, equity, and inclusion at Connecticut College and to make recommendations to the senior administration about advancing the work of full participation.
Part 2
Most
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Some
If trainings are made available, provide:
Student training workshops are given at orientation and to leadership groups, student organizations, and first year seminars to introduce students to the concepts of implicit bias and systemic and subtle forms of oppression and to help students to deepen their self-awareness and enhance their confidence in dealing with those issues as student leaders. All staff at the manager level and above receive Civil Treatment training covering Title VII, sexual harassment, and bias based on protected categories. All employees, along with the student staff of the residence life office and the DIEI, receive Title IX training so that they understand their reporting obligations and how to recognize and respond to violations of college policies. Other trainings are offered as requested on "The 4 Is of Oppression," protected categories, privilege, and gender and sexuality issues.
Optional Fields
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
Data provided by the Dean of Institutional Equity and Inclusion and the Director of Race and Ethnicity Programs
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.